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Key statistics

The identity block — every fact is canon, none is generated.

6 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

11-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior executive leader overseeing all battery system assembly, testing, installation, and biomass material research activities across renewable energy plant operations. At the Vice President (M6) level, the role owns a major function or division, enterprise priorities and external factors, and drives division-wide / organization-wide. Leads the leadership of a division.

What this level does

Leads the operations function across multiple divisions or the full renewables fleet through senior managers, with decisions carrying long-term effect on company generation success.
Defines the long-term operating strategy — fleet reliability, capacity-factor targets, technology adoption — resolving abstract cross-functional issues spanning operations, engineering, and grid.
Negotiates with executives, regulators, and grid operators on critical operational and compliance matters, and influences industry operating policy.
Sets the enterprise framework for operational safety, environmental stewardship, and control-system standards across all plants.
Oversees the operations organization's structure, capital strategy, and leadership pipeline across departments and sites.

Knowledge applied: Sets long-term operating strategy and enterprise standards across the renewables fleet and functions.
Complexity & problem solving: Tackles abstract, cross-functional operational issues with long-term impact on fleet reliability and company success.
Collaboration & interaction: Negotiates with executives, regulators, and grid operators on critical matters; influences industry operating policy.
Typical experience: 12–15+ years, deep leadership across operations departments or divisions.

Skills at this level

SCADA and Control-Room Operations Leadership: — Directs plant monitoring and control through control-room interfaces and SCADA systems, ensuring crews track temperature, pressure, flow rates, and generator/turbine output and respond correctly to alarm conditions.
Mechanical and Electrical Plant Oversight: — Supervises safe operation and maintenance of high-voltage systems and mechanical/electrical equipment across the renewables plant, guiding diagnosis and repair of field and plant malfunctions.
Generation Efficiency Optimization: — Maximizes power-generation efficiency by optimizing system parameters, minimizing energy waste, and driving performance adjustments; calculates and improves net capacity factor for renewable technologies.
Grid Coordination and Dispatch Integration: — Coordinates with distributors and dispatchers so electricity flows to substations, integrating variable renewable resources and responding to dynamic grid conditions.
Environmental Permit and Regulatory Compliance: — Ensures the plant is operated and maintained within all environmental limits and permits and keeps operations aligned with evolving industry regulations, policies, and compliance frameworks such as NERC CIP.
Plant Safety and Occupational-Health Management: — Enforces staff adherence to safety and occupational-health regulations in the plant environment, coaching crews on safe work around high-voltage and rotating equipment.
Operational Troubleshooting Direction: — Directs diagnosis and resolution of operational issues using plant-systems expertise, escalating from routine adjustments to real-time upset-condition problem-handling.
Operating Procedure Authoring and Governance: — Originates, monitors, and governs plant procedures and technical instructions so the operating framework crews follow stays accurate and current.
Shift and Crew Leadership: — Supervises shift crews and junior supervisors, owning scheduling, handover protocols, staffing, and tactical accountability for plant availability.
Operations Budget and Performance Management: — Manages the operations budget, capital-maintenance priorities, and performance standards for availability, capacity factor, and safety across teams or sites.
Operational Data Analysis: — Interprets and analyzes data from energy usage, production rates, and equipment performance to ensure the plant operates efficiently and safely and to evaluate operating trends.

Model-authored from 15 retrieved sources, then adversarially reviewed by an independent judge panel and held to a minimum-evidence floor before publication. Distinct from corpus-extracted content, which is labelled as such.

Pay across the ladder

Renewables Plant — median with , by . Real canon data.

National-base pricing — this family's function differential is pending review, so dollar levels are not function-adjusted (level-over-level % is unaffected).

Pay figures are modeled estimates from our market equation — level-differentiated, with honest-wide bands. They refresh as new leveling evidence lands; treat per-role dollars as directional.

Demand — is the field growing, or just turning over?

SOC 11-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+26.2%Industrial Production Managers · United States

185,790 → 234,380 jobs

17,100 openings / year, split into:

replacement / exits 16,640

Growth — new jobs (3%)Exits — backfill (97%)

3% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.9%
Growth share of hiring: 3%
Exit / retention pressure high: 97%
Openings / year: 17,100

Two quantities, kept apart: observed = employment growth differenced from two BLS OEWS vintages (what already happened); projected = BLS Employment Projections 2024–34, openings decomposed into growth + exits (growth derived from projected employment change). Neither is a pay figure.

Where this role sits — growth vs. pay

level M6 held

Demand axis is projected growth (not raw openings — that just measures churn). A curated, de-duplicated set of recognizable occupations held at this level; this role is highlighted.

Where it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$415k

San Francisco-Oakland-Fremont, CA$373k

Washington-Arlington-Alexandria, DC-VA-MD-WV$345k

Boulder, CO$340k

Seattle-Tacoma-Bellevue, WA$340k

Boston-Cambridge-Newton, MA-NH$325k

Lexington Park, MD$317k

Trenton-Princeton, NJ$315k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $249k; the demand-cube initiative will add growth-by-metro.

What changes across the ladder

Level-distinction canon isn't available for the adjacent levels of this profile yet.

Level differentiators

What separates M6 (M6 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A major function or division
Autonomy: Accountable for division strategy and outcomes
Complexity: Enterprise priorities and external factors
Impact: Division-wide / organization-wide
Decision rights: Owns strategy, budget, and org for a division
Leadership: Leads the leadership of a division

Full level-by-level matrix (side by side across the ladder) lives on the Ladder drill-down — not here.

Promotion

M6is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

Performance criteria for this profile render in the assessment kit →

People also watch

Nearest coordinate neighbors — same , same level. Each row's (confident / review / no match) comes from its — computed, not curated.

Profile	Key	Median	Δ structural
Principal Renewables Plant Engineer	jf_renewables_plant::P6	$188,314†	confident0.06
Director, Renewable Plant Operations	jf_renewables_plant::M5	$188,371†	confident0.06
Expert Renewables Plant Battery Systems Engineer	jf_renewables_plant::P5	$138,423†	confident0.12
Lead Battery Systems Specialist	jf_renewables_plant::S5	$60,631†	confident0.12

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 11-3051

Core to this role. Click any element with an ⓘ for its O*NET definition. A job-specific capability model (SkillFrame) will sharpen this and add worked examples.

The Job Swatch

M6

jf_renewables_plant::M6

Senior Director, Renewables Plant Operations

Renewables Plant

The swatch is JobFrame's core primitive: a hueset deterministically by the role's superfunction, the profileKey as its color code, the level ladder, and a content fingerprint. Two swatches that look alike are alike.

Because every role carries computable coordinates, similarity, leveling, and pricing become measurable instead of arguable— the whole point of "Pantone for jobs."

Structural

structural@1

Where it sits— position in the work taxonomy + level (weighted Gower, level > function > focus).

Track: M
Superfunction: industrial_energy_operations
Function: plant_operations
Family: renewables_plant
Universal level: 6 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

Two roles can sit far apart structurally yet be close in content — that gap is itself a signal.

3-state matching

How any two swatches compare — a real distance in coordinate space, resolved to a calibrated verdict (never a fake "94% match").

Mining Processing Plant · M6review0.17

Nuclear Power Plant · M6review0.17

Plant Maintenance (Energy/Mining) · M6review0.17

Plant Operations (Energy/Mining) · M6review0.17

Power Plant Management · M6review0.17

Refinery · M6review0.17

Editions — frozen & versioned

structural@1live

Released 2026-06-17

content@2live

Released 2026-07-28

pay@2live

Released 2026-07-02

semantic@1live

Released 2026-07-02

Coordinates belong to a frozen, versioned edition — a coordinate computed today still means the same thing next quarter. Re-fitting issues a new edition, so comparisons are never silently redefined.

How to read this profile

Every number here is traceable — to a named source, a stated method, and an as-of date — and each value is labeled by how we know it: observed from data, computed by a model, projected forward, or governed canon. Nothing is a black box, and nothing is invented to fill a gap.

Where every number comes from

What	Source & method	Edition	State
Median pay + range	JobFrame pay equation (function base × family multiplier × level × focus differential)	pay@2	computed
Pay across the ladder	Same equation applied at each universal level	pay@2	computed
Demand — growth & openings	BLS Employment Projections; openings decomposed into growth + exits	EP 2024–34	projected
Pay by metro	BLS OEWS metropolitan medians	OEWS 2024	observed
Level distinctions	JobFrame universal-level canon (scope · autonomy · complexity · impact · decision rights · leadership)	canon	canon
Capability cluster	O*NET Knowledge / Skills / Abilities	O*NET 11-3051	computed
Coordinates	JobFrame coordinate system — structural (weighted Gower) + content fingerprint	structural@1 · content@2 · pay@2 · semantic@1	computed
Related roles	Nearest neighbors in the structural coordinate space	structural@1	computed

The principles behind the numbers

Ranges, not false precision

Pay is P10 · median · P90, never a single misleading number.

Three honest states, never a fake %

Role matches resolve to confident / review / no-match — a calibrated verdict, not a made-up percentage.

Provenance on every value

Each number carries whether it's observed, computed, projected, or canon — so you always know how much to lean on it.

Gaps shown as gaps

When a figure isn't available at the grain you need, we say so — we don't fabricate a number to fill the cell.

Frozen, versioned editions

Pay and coordinate editions are pinned, so a comparison you make today still means the same thing next quarter.

Privacy by min-N

Any aggregate over people is suppressed below a minimum count, so no individual is identifiable.

Freshness

As of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)